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Eversole B: The Leadership Spectrum

The Leadership Spectrum

A Continuum of Empathetic Leader Behaviors

The Truth About the Load Middle Managers Carry
Middle managers are the backbone of the organization, the drivers of culture, and the key to team performance. And yet, no one’s asking them how they’re doing.
The Leadership Load is written from the vantage point of managers themselves—in their language, for their survival. &nbsp;Author Karol Figueroa has infused the narrative with real stories from managers she has helped find their way back to clarity, agency, and themselves. She knows the terrain personally because she has lived the burnout herself and watched too many talented people disappear into their roles.
The Leadership Load is a mirror and a guide for the managers carrying it all—the ones who keep getting sent to another training or offered a mindfulness app when what they need is someone to say: “We see you. Here’s how to make it through without losing yourself.”
The book moves through three parts:
<ul>
<li>Seeing It. Understand the invisible emotional and structural burdens of the middle management role and why the impossible position you’re in isn’t a personal failure.</li>
<li>Surviving It. Make the mental shifts needed to stay grounded and clear-headed in a system not built for sustainability.</li>
<li>Shifting It. Use practical tools, honest reflection, and a road map to help you manage up, down, and across while maintaining your integrity and your energy.</li>
</ul>
No more suffering in silence. Come away ready to lead differently and become the manager you always imagined you could be.

How Managers Can Carry Less and Lead Better

The Leadership Load

Vorteile<ul><li>Ein Buch mit Aufforderungscharakter ("Playbook").</li><li>Bereitstellung aller vorgestellten didaktisch-methodischen Ansätze sowie Tools und Handwerkszeug in digitaler Form.</li><li>Ein Buch von Praktikern für Praktiker: Auf Basis fundierter, theoretischer Kenntnisse um Führungs- und Führungssysteme liefert das Buch erfahrungsbasierte Herangehensweisen an Führungskräfteentwicklung. dies umfasst Architekturen, zukunftsrelevante Inhalte für moderne Führungsarbeit, methodische Impulse und Hinweise sowie Stimmen aus dem Markt.</li><li>Autorenteam mit mehr als 20jähriger Erfahrung im Design und in der Umsetzung aktivierender Führungskräfteentwicklungsprogramme.</li><li>Stimmen der Kund:innen: Über Kurzinterviews von Teilnehmenden fragen die Autoren konkrete Anwendungs- und Transfererfahrungen ab, wie die Inhalte aus den Programmen in das Tagesgeschäft überführt wurden.</li></ul> Zum Werk Führung steht auf dem Prüfstand. Nicht erst mit der immer stärker zunehmenden Komplexität in und um Organisationen, der sich Menschen mit Führungsverantwortung ausgesetzt sehen, sondern auch mit dem wiederkehrenden Erstarken einer Romantik nach autoritären Führungsformen, spüren wir, dass "in Führung zu gehen" kein Selbstläufer mehr ist. Waren es viele Jahre die klassischen Kaminkarrieren, in denen sich aus erfolgreichen Fachexpertinnen und - experten Führungskräfte entwickelten, ist dieser Rollenwandel nicht allzu häufig in Enttäuschung und Frustration versandet. Dem Wunsch nach Gestaltung stehen mitunter starre Organisationsstrukturen und -prozesse gegenüber, auch erleben sich Führungskräfte nicht selten als entkoppelt von dem, was in Organisationen wirklich passiert. Die Folge ist, dass Organisationen trotz einer signifikanten Anzahl an Führungskräften "unterführt" ist. Dies zeigt sich u.a. in einer spürbaren Verantwortungs- und Entscheidungsdiffusion, kombiniert mit starken Absicherungstendenzen oder einem primär auf das Binnengeschehen in Organisationen ausgerichteten Handeln. Trends, Kundenanforderungen, Marktveränderungen werden dabei ebenso ausgeblendet, wie der jeder Führungsrolle innewohnende Auftrag für Irritation. Nun entscheiden sich Personalentwickler:innen meist, ein entsprechendes Führungskräfteentwicklungsprogramm aufzusetzen, um Führungskräfte mit den aktuellen Führungsfragen zu befassen und sie für die Herausforderungen zu rüsten. Gut gemeint ist dabei leider nicht immer gut. Führungskräfteentwicklung fußt häufig noch immer auf einem normativmechanistischem Verständnis von "richtiger" Führung. In Seminarräumen wird dann vorgestellt, wie gute Führung funktioniert, mit konstruierten Cases geübt und am Ende entlässt man die Teilnehmenden in der Hoffnung, sie haben "etwas mitgenommen". Bereits auf dem Weg aus dem Seminarraum hat die Teilnehmenden das Tagesgeschäft schon wieder eingefangen und der Wissenstransfer bleibt ein frommer Wunsch. Zielgruppe Das Buch richtet sich an Entscheidungsträgerinnen und Entscheidungsträger im Personalbereich (Personalentwicklung), Führungskräfte, die sich in dieser Zeit zurechtfinden und Ansprüche an Führung professionell bedienen wollen, Beraterinnen und Berater im Feld Führungskräfteentwicklung, Personen, die an Gestaltung von moderner Führungsarbeit interessiert sind.

Vorteile<ul><li>Ein Buch mit Aufforderungscharakter ("Playbook").</li><li>Bereitstellung aller vorgestellten didaktisch-methodischen Ansätze sowie Tools und Handwerkszeug in digitaler Form.</li><li>Ein Buch von Praktikern für Praktiker: Auf Basis fundierter, theoretischer Kenntnisse um Führungs- und Führungssysteme liefert das Buch erfahrungsbasierte Herangehensweisen an Führungskräfteentwicklung. dies umfasst Architekturen, zukunftsrelevante Inhalte für moderne Führungsarbeit, methodische Impulse und Hinweise sowie Stimmen aus dem Markt.</li><li>Autorenteam mit mehr als 20jähriger Erfahrung im Design und in der Umsetzung aktivierender Führungskräfteentwicklungsprogramme.</li><li>Stimmen der Kund:innen: Über Kurzinterviews von Teilnehmenden fragen die Autoren konkrete Anwendungs- und Transfererfahrungen ab, wie die Inhalte aus den Programmen in das Tagesgeschäft überführt wurden.</li></ul> Zum Werk Führung steht auf dem Prüfstand. Nicht erst mit der immer stärker zunehmenden Komplexität in und um Organisationen, der sich Menschen mit Führungsverantwortung ausgesetzt sehen, sondern auch mit dem wiederkehrenden Erstarken einer Romantik nach autoritären Führungsformen, spüren wir, dass "in Führung zu gehen" kein Selbstläufer mehr ist. Waren es viele Jahre die klassischen Kaminkarrieren, in denen sich aus erfolgreichen Fachexpertinnen und - experten Führungskräfte entwickelten, ist dieser Rollenwandel nicht allzu häufig in Enttäuschung und Frustration versandet. Dem Wunsch nach Gestaltung stehen mitunter starre Organisationsstrukturen und -prozesse gegenüber, auch erleben sich Führungskräfte nicht selten als entkoppelt von dem, was in Organisationen wirklich passiert. Die Folge ist, dass Organisationen trotz einer signifikanten Anzahl an Führungskräften "unterführt" ist. Dies zeigt sich u.a. in einer spürbaren Verantwortungs- und Entscheidungsdiffusion, kombiniert mit starken Absicherungstendenzen oder einem primär auf das Binnengeschehen in Organisationen ausgerichteten Handeln. Trends, Kundenanforderungen, Marktveränderungen werden dabei ebenso ausgeblendet, wie der jeder Führungsrolle innewohnende Auftrag für Irritation. Nun entscheiden sich Personalentwickler:innen meist, ein entsprechendes Führungskräfteentwicklungsprogramm aufzusetzen, um Führungskräfte mit den aktuellen Führungsfragen zu befassen und sie für die Herausforderungen zu rüsten. Gut gemeint ist dabei leider nicht immer gut. Führungskräfteentwicklung fußt häufig noch immer auf einem normativmechanistischem Verständnis von "richtiger" Führung. In Seminarräumen wird dann vorgestellt, wie gute Führung funktioniert, mit konstruierten Cases geübt und am Ende entlässt man die Teilnehmenden in der Hoffnung, sie haben "etwas mitgenommen". Bereits auf dem Weg aus dem Seminarraum hat die Teilnehmenden das Tagesgeschäft schon wieder eingefangen und der Wissenstransfer bleibt ein frommer Wunsch. Zielgruppe Das Buch richtet sich an Entscheidungsträgerinnen und Entscheidungsträger im Personalbereich (Personalentwicklung), Führungskräfte, die sich in dieser Zeit zurechtfinden und Ansprüche an Führung professionell bedienen wollen, Beraterinnen und Berater im Feld Führungskräfteentwicklung, Personen, die an Gestaltung von moderner Führungsarbeit interessiert sind.

Wirksame Führungsentwicklung für zukunftsfähige Organisationen

Future Leadership

Contributions to Management Science

This edited volume explores how managerial perspectives can shape meaningful and satisfying organizational experiences in the context of evolving structures and sustainability challenges. While management research often draws on organizational theories such as institutional or agency theory, the exchange between organization studies and sustainability remains limited. This book bridges that gap by using sustainability as a critical lens through which to understand organizational behavior, legitimacy, and long-term strategy.Addressing topics such as corporate social responsibility (CSR), corporate citizenship, sustainability strategy implementation, and the management of complex multi-stakeholder relationships, this book emphasizes the need for scholarship that addresses environmental, organizational, and socio-economic issues across multiple levels, advocating for solutions that are integrated, inclusive, and transformative.

Models and Practices

Sustainable Organizations

In 2007, as the first iPhone launched, I was a young retail leader on the front lines of what would become one of the most transformative technological revolutions in history. Customers waited for hours to secure their new device only to return days later furious that networks had failed under unprecedented demand. Inside stores, no answers were quick or easy. There was pressure, confusion, and a leadership playbook that no longer seemed to work. It was an inflection point not just for technology, but for leadership. The Hope Advantage begins in this moment and expands to confront the reality every leader now faces. No longer is change episodic; it is constant, exponential, and it impacts every area of life. The conditions once described as volatile, uncertain, complex and ambiguous are no longer exceptions to the rule; they are the operating environment. But the change itself is not the problem. We've lost the belief in our ability to shape what comes next. When you believe a better future is possible, that you have the power to help create it, and that you don't need a perfect plan to start, this is hope--a practical leadership framework built on the three interconnected disciplines of Direction, Ownership, and Movement. Blending behavioral science, leadership philosophy, and lived executive experience, The Hope Advantage introduces a distinct and timely thesis that belief, not strategy, is the primary hurdle to change. It offers leaders not just a new way to think, but a practical framework immediately applicable to the transformations they're already implementing.

How Leaders Build Belief That Makes Change Possible

The Hope Advantage

The Future Belongs to Those Who See It First
Most people solve problems after they occur. Exceptional thinkers identify and address them before they emerge, and that ability to think and act preemptively will determine whether you’re the strategic planner or the one being planned for. Preemptive thinking helps executives, team leaders, and anyone else navigating high-stakes change to see problems and opportunities long before they surface and then use that clear vision of the future to shape what comes next.
In&nbsp;The Preemptive Thinking Edge, Jim Caprara draws on decades of executive leadership across organizations including iconic retailer Sears, telecommunications giant Nextel, and home builder NVR to show you how to use preemptive thinking to anticipate obstacles, eliminate unnecessary risk, and create the ideal conditions for success in business and in life. At McGraw-Hill publishing, for example, Caprara helped engineers and marketers anticipate the unique challenges they would face in selling a learning platform originally intended for academics to a business-focused audience.&nbsp; The result was a brand new market and new revenue streams for the company.
Blending practical wisdom with compelling real-world examples, the book introduces the powerful five-stage Preemptive Thinking Framework and exercises that help you put it into practice. Whether you're leading an organization, managing a team, or planning your own future, you'll learn to:
<ul>
<li>Define challenges to create a compelling vision of the future.</li>
<li>Reverse-engineer solutions by working backward from your vision.</li>
<li>Go beyond reactive—and even proactive—thinking to challenge the status quo.</li>
<li>Identify hidden opportunities, unseen risks, and valuable peripheral benefits.</li>
<li>Make smarter decisions with confidence and discipline to achieve measurable results.</li>
</ul>
More than a business strategy book,&nbsp;The Preemptive Thinking Edge&nbsp;is a practical blueprint for anyone who wants to think differently, lead more effectively, and stay ahead of change. This&nbsp;is a must-read for leaders seeking more predictable ways to create value, improve execution, and gain a lasting competitive advantage. And don't be surprised when you realize you can use the same principles to transform your personal life too.

A Proven Path to Predictable Success in Business and Life

The Preemptive Thinking Edge

In this provocative and interdisciplinary study, David M. Kopp dismantles the widely held belief that authenticity is a stable, ethical ideal in organizational life. Drawing on leadership theory, organizational behavior, sociology, and ethics, this work argues that what organizations celebrate as “authenticity” is often nothing more than strategic image management.
Introducing the concept of authenticity leaks, Kopp explores how curated professional personas collapse when private selves surface—revealing the fragility of trust built on selective visibility. Through archival case studies of public figures and a critique of popular leadership frameworks, the book exposes the contradictions between transparency rhetoric and the institutional pressures that demand concealment.
This work reframes authenticity not as inner coherence but as a socially conferred label, sustained through performance, audience recognition, and organizational validation. It challenges readers to reconsider the ethics of leadership, the role of compartmentalization, and the limits of disclosure in professional settings.
Essential reading for scholars and students in leadership studies, organizational ethics, HRM, and sociology, as well as reflective practitioners in leadership and human resources, this book offers a bold new vocabulary for understanding how trust, credibility, and moral legitimacy are constructed, and how they unravel.

Image Management and the Performance of Self

The Myth of Authenticity in Organizational Life

This book is a Machine-Generated Literature Overview of performance management.This book highlights some of the current trends with respect to employee performance management in the current organizational climate. It discusses the trend of aligning personal goals with the organizational goals, as a strategic initiative to link employee performance with organizational goals and sheds light on the relevance of continuous feedback, as a trend, in providing direction to the employees to improve their performance. It proposes the trend of separating rewards from the pay-structure to maintain employee motivation and morale. The book propagates, upskilling and reskilling employees, as a trend, so that they get opportunities of learning and development to support good performance. It discusses the relevance of ongoing-evaluation as a trend, so that performance-rating is done for every project rather than doing it once a year. The concept of employee wellbeing is also covered in the book asthis is a much talked-about trend in the recent times. The book will be useful to students, practitioners and researchers in the area of performance-management who are keen to transform the upcoming field of performance management.The auto-summaries have been generated by a recursive clustering algorithm via the Dimensions Auto-summarizer by Digital Science handled by Subject Matter Experts and the editor(s) of this book. The editor(s) of this book selected which SN content should be auto-summarized and decided its order of appearance. Please be aware that these are extractive auto-summaries, which consist of original sentences, but are not representative of its original paper, since we do not show the full length of the publication. Please note that only published SN content is represented here, and that machine-generated books are still at an experimental stage.

This book is a Machine-Generated Literature Overview of performance management.This book highlights some of the current trends with respect to employee performance management in the current organizational climate. It discusses the trend of aligning personal goals with the organizational goals, as a strategic initiative to link employee performance with organizational goals and sheds light on the relevance of continuous feedback, as a trend, in providing direction to the employees to improve their performance. It proposes the trend of separating rewards from the pay-structure to maintain employee motivation and morale. The book propagates, upskilling and reskilling employees, as a trend, so that they get opportunities of learning and development to support good performance. It discusses the relevance of ongoing-evaluation as a trend, so that performance-rating is done for every project rather than doing it once a year. The concept of employee wellbeing is also covered in the book asthis is a much talked-about trend in the recent times. The book will be useful to students, practitioners and researchers in the area of performance-management who are keen to transform the upcoming field of performance management.

A Machine-generated Overview

Contemporary Trends in Performance Management

Housing is a fundamental human need but remains one of the most difficult things for disadvantaged people to obtain. Participatory approaches to accessing housing are often complicated and inconsistent and need to be re-examined. The book explores three cases in the Philippines, revealing how people understand and experience participatory housing as both empowering and conflicting. Using an organisational communication lens, Koschmann rethinks civil society collaboration in housing resettlement and relocation, proposing a new approach to participation for informal settlement communities in the Global South. The book is essential reading for researchers, students, and practitioners in organisational communication, housing, and development.

Developing a Communicative Approach to Participation in Housing

The Philippines Road Home

This book offers a fresh perspective on work showing how past events, ideas, practices and values haunt organizations. In a contemporary context where organizations are ever more obsessed with growth and transformation, the book discovers a politics of time at the heart of questions about power and ethics. It develops a non-linear approach to the history of education showing what it means to inherit from previous generations and how encounters with ghosts can open possibilities of other, alternative futures. For academics and students across management, education, and sociology, the book is a crucial resource for understanding contemporary organizations. It invites you to find new ways to care for the future of work.

A Hauntological History of Work in Educational Vocations

Inherited Time

Few would argue that women and girls are well represented in STEM education and careers. But does presenting STEM as a glittery occupation represented by scientist Barbies make the field more attractive? This book explores how glitter shapes the way women and girls are encouraged into STEM and introduces glitter as a substance that illuminates and attracts while hiding the darker or mundane aspects of STEM work. Through an examination of glittery campaigns, visual artefacts and organizational practices, the author reveals how sparkling narratives of STEM futures can both inspire and mislead. The book will spark reflections on new and inclusive ways of increasing women's representation in STEM.

Glitter, Visual Artefacts and Futures of Women in Stem Education and Work

Organizing In-Visibility

Since the 1980s, Human Resource Management (HRM) has risen to prominence as a highly influential area of practice and scholarship, yet critical examinations remain rare. This book applies psychoanalytic ideas to challenge HRM's core theories and practices, exposing the dark side of organizational life and human motivation. By engaging with a broad range of psychoanalytic thinkers and theories, the book disrupts established perspectives and offers fresh insights into the field. Essential reading for scholars and practitioners, it reconfigures HRM as both an intellectual field and a site of organizational practice, offering a novel means of reshaping the ways in which we understand the subject.

A Depth Analysis

Psychoanalysis and Human Resource Management

Your Playbook for Designing a Winning Workplace Culture
Most organizations are losing the talent engagement game, and many don’t even know they’re playing it. Gallup’s 2026 State of the Global Workplace shows that only 1 in 5 employees are engaged at work. Game of Engagement offers a fresh solution to what leaders consistently identify as a critical challenge: how to create a workplace culture that sustains employee commitment, energy, motivation, and performance over the long term. Blair Bloomston’s unexpected solution is designing your workplace culture so that everyone wins.
Bloomston’s strategic LIFT Framework is a practical approach to developing a workplace culture in which employee engagement thrives. Inspired by principles of game design, the framework helps leaders intentionally shape four key elements that influence how people think, feel, connect, and contribute at work:
<ul>
<li>Language defines what your culture stands for and whether people believe it.</li>
<li>Influence shapes what work feels like, from outer incentives to inner motivation.</li>
<li>Fellowship determines whether people see each other as teammates or opponents.</li>
<li>Traction takes repeatable actions and transforms them from simple engagement into lasting results.</li>
</ul>
Bloomston draws on vivid, high-stakes stories from her work with world-class sports teams, government organizations, the military, and elite global corporations, demonstrating how the game of engagement plays out in every type of workplace to drive motivation, buy-in, and results.
Your workplace culture already operates like a game of engagement. Become the leader who designs a game people want to play to win.

How Leaders Can Create a Winning Culture at Work

Game of Engagement

The Leadership Spectrum

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